Introduction
If you’ve been keeping an eye on New Zealand’s job-migration scene, 2025 is shaping up to be a very interesting year. The Accredited Employer Work Visa (AEWV) is undergoing major settings changes, and the introduction of the National Occupation List (NOL) is altering how job classifications and visa eligibility are determined. If you’re a job-seeker, a recruiter, or an employer thinking about bringing in talent from abroad, this is the moment to get informed and position yourself ahead of the curve.
In this blog, I’ll walk through what’s changing, what it means for employers and workers, and how you can take advantage of the opening in 2025 — all in a friendly, conversational tone (because plenty of immigration blogs get awfully dry). We’ll cover:
- What the AEWV is and why the changes matter
- What the NOL is and how it replaces the previous classification system
- A comparison of “old” vs “new” rules (via a table)
- Key insights: for employers, for migrant workers, and for timing your move
- A thoughtful conclusion about how to navigate the 2025 landscape
Let’s get started.
What is the Accredited Employer Work Visa (AEWV) and why it’s important
For those who haven’t yet encountered it: the AEWV is the primary employer-sponsored work visa route in New Zealand (via Immigration New Zealand, INZ). In brief: an employer becomes “accredited” to hire overseas workers, then does a job check to confirm no suitably-qualified New Zealander is available for the job, then offers the role to a migrant worker who meets the criteria (skills, wage, etc).
Because many New Zealand employers face skill or labour shortages in key sectors, the AEWV pathway has become central to filling those gaps. But as is often the case, the government also wants to protect domestic labour, ensure fair pay and conditions, and maintain integrity of the system. Hence the recent reforms.
Here’s why the 2025 changes matter:
- They affect both employers (who need to be accredited, advertise locally, update job descriptions) and migrant workers (skills/experience, wage thresholds, time of stay).
- They shift the classification system (from the old ANZSCO to the new NOL) which changes how jobs are assessed.
- They open up new occupations (particularly skill levels 1–3) for the AEWV from November 3 2025, meaning more jobs might now qualify. (Immigration New Zealand)
- They alter wage and experience requirements, potentially making some roles more accessible. (Immigration New Zealand)
For both employers and foreign workers, awareness of these shifts is not optional — they could significantly affect eligibility, visa length, dependent rights, and overall strategy.
Understanding the National Occupation List (NOL)
One of the biggest changes on the horizon is the full integration of the National Occupation List.
What is the NOL?
The NOL is New Zealand’s new job-classification system, introduced to better reflect current labour-market needs, emerging roles and updated skill levels. It replaces the older Australian and New Zealand Standard Classification of Occupations (ANZSCO) system which had been in place for many years. (Immigration New Zealand)
Key features:
- Jobs are grouped in “skill levels” from 1 (most skilled) to 5 (least skilled) under the NOL. (Immigration New Zealand)
- The NOL is designed for regular updating — more responsive to actual labour-market changes. (infoshare)
- For AEWV purposes, from 3 November 2025, many new occupations (skill levels 1–3) under the NOL will be recognised. (Immigration New Zealand)
Why the shift matters
- If your job (or your planned job) fits a newly recognised NOL occupation and falls at skill level 1–3, you may have access to longer visa durations (up to 5 years) and family-joiner rights for the AEWV. (Working In New Zealand Employer Services)
- Some roles previously classified at ANZSCO skill level 4 or 5 might shift into skill level 3 under NOL — meaning better visa conditions. (Immigration New Zealand)
- Employers must ensure job descriptions, duties and remuneration align exactly with the NOL code. Mistakes can cost accreditation, or lead to job-check refusals.
How the NOL interacts with AEWV and other visas
- If a job is one of the listed NOL occupations for AEWV (from 3 Nov 2025), you must reference the NOL code for the job check. (Immigration New Zealand)
- If the job isn’t on the NOL list yet, the legacy ANZSCO list still applies, but transition is underway so best to check carefully. (Immigration New Zealand)
In short — the NOL is a game-changer. If you’re planning to apply for an AEWV (as employer or worker) in 2025, aligning with the NOL will be critical.
styling H2 keywords: Key AEWV Changes for Employers & Workers in 2025
Here are the major shifts to watch in 2025, structured under this heading to meet your keyword requirement.
Removal of median wage requirement
From 10 March 2025, for many AEWV and seasonal SPWV roles, the previous requirement to pay at least the “median wage” is removed. Instead, the wage floor becomes the New Zealand minimum wage (although other checks still apply). (Immigration New Zealand)
What this means: Employers recruiting under AEWV can offer roles at lower pay thresholds (subject to minimum wage and other protections). But caution: this doesn’t mean less scrutiny — INZ will still check that the worker isn’t exploited and the role is genuine and matches the skill level.
Longer stays for skill levels 1–3 (once NOL occupations apply)
When jobs classified as NOL skill level 1-3 become recognised from 3 November 2025, the AEWV holders in those roles may be eligible for stays of up to five years, and may bring dependents/family under certain conditions. (Working In New Zealand Employer Services)
Employer accreditation & job-advertising obligations remain strong
Even with the shifts, employer obligations do not go away:
- The employer must be accredited under AEWV.
- The job must be genuinely advertised to New Zealand workers first — proof must be kept. (Immigration New Zealand)
- The job description and remuneration must align with the correct NOL or ANZSCO code (depending on job) and corresponding skill level. Misalignment can lead to problems.
Transition from ANZSCO to NOL
Employers and migrant workers need to be aware of the overlap period:
- While ANZSCO still applies for many roles, the NOL will increasingly take over and, from November, will be the controlling classification for many AEWV job checks. (Immigration New Zealand)
- Some roles may get upgraded in terms of skill-level under NOL, thus may attract better visa conditions (from 3 November).
Additional changes to visa conditions, duration and experience
Some further points:
- For new applications of AEWV on/after 7 April 2024 in ANZSCO Level 4/5 roles, stay periods may be shorter (e.g., maximum continuous stay reduced) unless you’re in a Green List role etc. (Immigration New Zealand)
- From February 2025, wage threshold for supporting dependent children was increased (drivers: median wage figures) for certain visa holders. (Immigration New Zealand)
Comparison Table: Old vs New AEWV & NOL Framework
Here’s a table to make the key differences easier to digest:
| Aspect | Previous (Pre-2025) | New/Upcoming (2025) |
|---|---|---|
| Job classification system | Predominantly ANZSCO (skill levels 1-5) | Shift to NOL (from 3 Nov 2025 for many jobs) |
| Recognised occupations for AEWV | ANZSCO list; fewer lower-skill roles eligible for long stay | From 3 Nov 2025, approximately 87-91 new NOL occupations at skill levels 1-3 will be eligible for AEWV. (Immigration New Zealand) |
| Wage minimum requirement | Often required to meet median wage for visa eligibility | From 10 March 2025: median wage requirement removed for many roles; minimum wage may suffice. (Immigration New Zealand) |
| Visa stay length for skill levels 1-3 (ANZSCO) | Up to 5 years if skill level 1-3 under ANZSCO | Under NOL roles at skill levels 1-3: up to 5 years stay + family rights. (Working In New Zealand Employer Services) |
| Employer advertising / recruitment obligation | Job advertising to local market required | Obligation remains; must align job check with NOL/ANZSCO code and duties. (Working In New Zealand Employer Services) |
| Transition of classification | ANZSCO used exclusively | Running overlap; NOL gradually replacing ANZSCO; clarity needed on role classification. |
| Pathway for existing AEWV holders in lower skill roles | Generally limited to stays aligned with skill level/salary | The ability for existing workers to transition to newly recognised NOL roles (if they meet experience/qualification criteria) for longer stays. (infoshare) |
Key Insights for Employers, Job-Seekers & Timing Your Move
For Employers: what to do now
- Check your accreditation status (or become accredited) under the AEWV scheme. If you plan to hire overseas workers, you must be formally accredited.
- Review your job descriptions: When drafting roles you intend to fill via AEWV, align the job description, duties, and salary to the correct NOL or ANZSCO classification (depending on timing). One mismatch can cause delays or refusals.
- Advertise locally and gather evidence: Don’t rely on hope alone; you must genuinely try to hire from the local workforce. Retain records of advertising, interviews, outcomes.
- Prepare for the November 3 2025 shift: If you intend to hire someone under the newly recognised NOL occupations (skill levels 1–3) from that date, plan ahead—job checks open then, and you’ll want your recruitment and documentation ready.
- Think longer term about retention: With up to five-year visas possible under NOL skill levels 1–3, you can plan for longer-term staff retention and possibly include family bringing rights, which can help with attraction.
- Don’t assume wage minimums mean cheap labour: Although the median wage requirement has been removed for many, the minimum wage is still a floor and INZ will look at fairness, risk of exploitation, etc. Quality still matters.
For Migrant Job-Seekers: what to watch
- Know your job classification: Before you accept a job offer that is tied to an AEWV, ask your employer: “What is the classification code (ANZSCO or NOL) for my role?” This matters for visa length, family rights and whether the job is eligible under the new NOL list.
- Experience and qualifications still matter: Even though some rules are easier (wage floors, classification shifts), INZ still requires that the job is genuine, your qualifications/experience match, and the skill level is correct. For some transitional roles under the NOL, existing AEWV-holders can move if they have at least three years’ directly relevant experience, or a recognised qualification. (Immigration New Zealand)
- Timing is everything: The 3 November 2025 date is key for the NOL roles; if your job falls into one of those newly recognised occupations, you may qualify for better terms (stay length, dependants). If not, you may fall under older rules.
- Family/Dependants rights: Longer visa durations often mean better opportunity to bring family members (partner, children) — but you’ll still need to meet criteria (wage thresholds, conditions). Recent changes raised the income threshold for supporting dependent children. (Immigration New Zealand)
- Be alert for misuse or scams: As always, when employer-sponsored visas are involved, there’s risk of exploitation, misleading job offers, etc. If anything seems off (job doesn’t match duties, you pay up-front costs, etc.) tread carefully.
Timing your move and planning ahead
- Now to 3 November 2025: If you’re looking for an offer now, you may be subject to the “old” classification system (ANZSCO) or transitional rules. This might mean shorter stays, stricter pay/experience requirements.
- From 3 November 2025 onwards: Jobs that fall into the recognised NOL occupations (skill levels 1–3) become eligible for the enhanced terms (longer stays, family rights). If you can align your job offer to one of these roles, you’ll likely get the best outcome.
- Preparation time counts: For employers: update job descriptions, ensure accreditation, start job advertising. For job-seekers: check job classification, ensure you have documented experience/qualifications, ask questions early.
- Don’t assume automatic “upgrade”: If you currently hold an AEWV in a skill level 4 or 5 role, you may be eligible to transition into a newly recognised NOL role (skill level 1–3) if you meet criteria — but it is not automatic and depends on your specific job, employer and qualifications. (infoshare)
What Types of Roles Are Being Added?
One of the most exciting parts of the NOL shift is the kinds of jobs now being recognised under skill levels 1-3 — potentially opening up new opportunities for both employers and migrant workers.
For example:
- Some horticulture / agriculture leadership roles: e.g., Horticulture Post-Harvest Leading Hand (NOL 832117) is listed at skill level 1. (Immigration New Zealand)
- Service / technician roles: e.g., Electronic Security System and Alarm Technician (NOL 399922) is skill level 3. (Immigration New Zealand)
- Renewable energy or advanced manufacturing roles: Some of the 87–91 new roles relate to advanced trades, diagnostics, service and technical roles in sectors like clean energy. (VisaVerge)
This means: if your skill set aligns with sectors that NZ is underserving (horticulture, technical trades, renewable energy, specialized technicians), you may find better traction.
Challenges & Important Considerations
While the changes bring opportunities, there are important caveats to be aware of:
- Genuine local labour recruitment must still happen: Even if a role qualifies under NOL, the employer must still demonstrate that it tried to recruit New Zealanders and that the overseas hire is justified. The job advertising and “genuine attempt” requirement remain.
- Matching duties to classification is critical: If your job title says one thing but the actual duties differ, or if employer remuneration doesn’t reflect the skill level, you risk mis-classification and visa refusal. The new NOL system is stricter about alignment.
- Transitional chaos risk: With the overlap between ANZSCO and NOL systems (and updates being rolled out in stages), there may be confusion for both employers and workers. Timing matters.
- Not all roles will immediately or ever qualify for the longer stay/family conditions: If a job doesn’t fall under the NOL skill levels 1-3, or doesn’t meet other conditions, you may still be constrained under the older rules (e.g., shorter duration, stricter pay).
- Watch change in wage thresholds and dependent criteria: Although median wage requirement is removed for many roles, supporting dependents (especially children) may require higher thresholds (for example, the income threshold for supporting dependent children increased to NZD $55,844 per annum from March 2025). (Immigration New Zealand)
Practical Steps for Employers & Job-Seekers in Nigeria / Africa Region
Since you are based in Port Harcourt, Nigeria, here are some region-specific tips and things to check:
- Employer accreditation verification: If a New Zealand employer approaches you, check on the INZ website whether they are indeed accredited under the AEWV scheme. Avoid offers that seem unofficial or ask you to pay up-front fees.
- Understand the job offer details: From overseas, you might receive a job offer letter, but ensure it clearly states: job title, duties, classification code (ANZSCO/NOL), work hours, salary/wages, start date, employer accredited status.
- Check and document your relevant experience/qualifications: If you’re seeking to apply under one of the newly recognised roles (NOL skill level 1-3), you may need to prove at least 3 years’ relevant work experience or a recognised qualification. Digitally keep all records: job letters, performance reviews, qualifications, translations if needed.
- Visa cost and logistics: Remember you will need to apply via INZ from abroad (or via New Zealand visa processing centre applicable to Nigeria). Ensure you factor in visa fees, processing time, travel costs, and any required medical/character checks.
- Mind the timing: If your application is going to be submitted after 3 November 2025, and the job falls into the correct NOL category, you may benefit from the “new” system. If before, you might be under older rules. Align your plan accordingly.
- Cultural and settlement preparation: New Zealand is a fantastic place to live and work, but relocation involves more than just a job. Think about cost of living (Auckland vs region), housing, local networks, family relocation (if relevant), and how your skill set fits NZ’s labour market.
- Utilize local support: Consider reaching out to migration advisers or legal advisors (remember: use licensed professionals), especially since rules are changing. Also connect with networks of African migrants in NZ regionally for real-world insights.
Conclusion
2025 marks a turning point for overseas work migration into New Zealand via the AEWV. Between the shift to the NOL (with new roles at skill levels 1-3), the removal of some wage thresholds, and the potential for longer-stay visas (and family rights) in eligible roles, there’s real opportunity — for both employers and migrant workers.
If you are an employer looking to hire international talent, this is your chance to update your recruitment strategy, adjust job descriptions, sharpen your compliance, and get ahead of the November deadline. If you are a worker abroad (including in Africa/Nigeria) with relevant skills or experience — especially in sectors like technical trades, horticulture, or advanced service roles — then aligning yourself to one of the newly recognised NOL occupations could significantly boost your prospects.
That said: none of this means the rules are “easy” — you still need rightful classification, proof of genuine job adverts, employer accreditation, and strong documentation of experience/qualifications. The timing matters too: aligning your application around or after 3 November 2025 may give you the best benefit of the new regime.
For anyone seriously considering this path, I’d recommend: check the NOL occupation list, verify employer accreditation, match your CV to required duties, prepare evidence now, and keep an eye on INZ updates.
With the right preparation and timing, “visa-ready” isn’t just a tagline—it could be the reality of your next big career/relocation chapter in New Zealand.